| conflict management | Interventionsthat alter the level and form of conflictin ways that maximize its benefits and regress to a lower need if unable to fulfilla higher one.
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| executive coaching | A helping relationshipusing behavioural methods toassist clients in identifying and achievinggoals for their professional performanceand personal satisfaction.
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| expectancy theory | A motivation theorybased on the idea that work effort isdirected toward behaviours that peoplebelieve will lead to desired outcomes.
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| feedback | Any information that peoplereceive about the consequences oftheir behaviour.
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| four-drive theory | A motivation theorybased on the innate drives to acquire,bond, learn, and defend that incorporatesboth emotions and rationality.
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| goal setting | The process of motivatingemployees and clarifying their roleperceptions by establishing performanceobjectives.
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| Maslow's needs hierarchy theory | A motivation theory of needs arranged in a hierarchy, whereby people are motivated to fulfill a higher need as a lower one becomes gratified.
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| multisource (360-degree) feedback | Performance feedback received from a full circle of people around an employee.
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| need for achievement (nAch) | A learned need in which people want to accomplish reasonably challenging goals through their own efforts, like being successful in competitive situations,and desire unambiguous feedback regarding their success.
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| Need for affiliation (nAff) | A learned need in which people seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontation.
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| Need for power (nPow) | A learned need in which people want to control their environment, including people and material resources, to benefit either themselves (personalized power) or others (socialized power).
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| needs | Deficiencies that energize or trigger behaviours to satisfy those needs.
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| procedural justice | The fairness of the procedures used to decide the distributionsof resources.
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| self-actualization | The need for self-fulfillment in reaching one's potential.
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| valence | The anticipated satisfaction or dissatisfaction that an individual feels toward an outcome.
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